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child. This term does not include "parents-in-law."A F"I — IL [­1 — I VV �.e W <br />': :. :. ': :; : vi ': :. _ _ _It <br />• <br />Serious Health Condition - As defined under the FMLA means an illness, injury, <br />impairment, or physical or mental condition that involves one of the following: <br />■ Period of incapacity or treatment connected with inpatient care (i.e., an overnight <br />stay) in a hospital, hospice, or residential medical care facility. <br />■ Period of incapacity due to pregnancy, prenatal medical care, or childbirth. <br />■ Period of incapacity of more than three consecutive calendar days that also <br />involves continuing treatment by or under the supervision of a health care provider <br />(Absence plus treatment). <br />■ Incapacity from a chronic condition which requires periodic visits for treatment by a <br />health care provider continues over an extended period and may cause episodic <br />rather than a continuing period of incapacity. <br />■ Permanent/long-term conditions requiring supervision. <br />■ Period of absence to receive multiple treatments (including any recovery period <br />therefrom) by a health care or service provider under orders of, or on referral by, a <br />health care provider. <br />Length and Amount of Leave <br />The length of FMLA leave shall not exceed twelve (12) weeks in any twelve (12) month <br />period. The leave year is calculated on a rolling year basis measured backwards from the <br />time the employee uses leave. <br />The entitlement to FMLA leave for the birth or placement of a child for adoption expires <br />twelve (12) months after the birth or placement of that child. <br />How Leave May be Taken <br />FMLA leave may be taken in consecutive weeks, intermittently (a day periodically as <br />needed), or may be used to reduce the workweek or workday, resulting in a reduced hour <br />schedule. In all cases, the leave may not exceed a total of twelve (12) workweekswork <br />weeks. <br />Intermittent leave may be taken when medically necessary for the employee's serious <br />health condition or to care for a seriously ill family member. Intermittent leave must be <br />documented in the medical certification form as medically necessary. <br />If an employee is taking intermittent leave or leave on a reduced schedule for planned <br />medical treatment, the employee must make a reasonable effort to schedule the <br />treatment to not disrupt the city's business. <br />In instances when intermittent or reduced schedule leave for the employee or employee's <br />family member is foreseeable or is for planned medical treatment, including recovery from <br />Page 32187 <br />Page 103 of 447 <br />